CC RES 2026-018 RESOLUTION NO. 2026-18
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF RANCHO PALOS VERDES, CALIFORNIA,
ACCEPTING, APPROVING, AND ADOPTING THE
TENTATIVE AGREEMENT FOR A SUCCESSOR
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF RANCHO PALOS VERDES AND THE
AMERICAN FEDERATION OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES DISTRICT COUNCIL 36 FOR
THE PERIOD OF JULY 1, 2025 THROUGH JUNE 30, 2028
WHEREAS, the City Council of the City of Rancho Palos Verdes ("CITY") adopted
Resolution 2023-44 on September 19, 2023, accepting, approving and adopting a
Memorandum of Understanding between the CITY and the American Federation of State,
County, and Municipal Employees District Council 36 ("AFSCME") for the period of July
1, 2023 through June 30, 2025 ("AFSCME MOU 2023-25"); and
WHEREAS, the AFSCME MOU 2023-25 expired on June 30, 2025; and
WHEREAS, the labor representatives of the CITY and AFSCME have successfully
met and conferred to negotiate a Tentative Agreement on a successor AFSCME MOU for
the period of July 1, 2025 through June 30, 2028 (AFSCME MOU 2025-28) pursuant to
the Meyers-Millais-Brown Act (MMBA) (Government Code sections 3500-3511) and the
City's Employer-Employee Relations Resolution No. 2018-23; and
WHEREAS, the labor representatives of the CITY and AFSCME prepared the
attached written Tentative Agreement (Exhibit A) regarding the negotiated points for the
successor AFSCME MOU 2025-28, which was ratified on March 6, 2026 by the AFSCME
membership and executed by the respective labor representatives; and
WHEREAS, once the City Council adopts the Tentative Agreement, the parties are
required to jointly prepare a written successor MOU to present to City Council for
consideration and adoption consistent with the Tentative Agreement; and
WHEREAS, once approved by the City Council, the Tentative Agreement and the
successor AFSCME MOU 2025-28 become binding agreements between the parties,
each in their own right; and
WHEREAS, upon City Council adoption of the Tentative Agreement, the salary
and benefit changes outlined therein shall be incorporated into the annual budget for
Fiscal Year 2025-26; and
WHEREAS, the City Council desires to approve the Tentative Agreement for the
IIIsuccessor AFSCME MOU 2025-28.
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO PALOS
VERDES DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
Section 1: The recitals set forth above are true and correct and incorporated herein
by this reference.
Section 2: The City Council approves the executed Tentative Agreement for a
successor AFSCME MOU 2025-28 for the period of July 1, 2025—June 30, 2028, a fully
executed copy of which is attached hereto as Exhibit A.
Section 3: The City Council directs the labor representatives of the City and
AFSCME to jointly prepare a written memorandum of understanding in accordance with
the Tentative Agreement and present same to the City Council at a future date for
consideration and approval.
Section 4: The City Clerk shall certify to the adoption of this Resolution and deem
it effective as of March 17, 2026 the same shall be in force and effect.
PASSED, APPROVED and ADOPTED this 17th day of March, 2026.
Paul Se , Mayor
ATTEST:
eres "aoka, City Clerk
State of California )
County of Los Angeles ) ss
City of Rancho Palos Verdes )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that the
above Resolution No. 2026-18 was duly and regularly passed and adopted by the said
City Council at a regular meeting thereof held on March 17, 2026.
Teresa aoka, City Clerk
Resolution No 2026-18
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TENTATIVE AGREEMENT
FOR A SUCCESSOR MEMORANDUM OF UNDERSTANDING
Per Gov’t Code Section 3505.1
Between
The City of Rancho Palos Verdes and
the American Federation of State, County, and Municipal Employees (AFSCME)
District Council 36
The current Memorandum of Understanding between the City of Rancho Palos Verdes (“City”)
and the American Federation of State, County, and Municipal Employees District Council 36
(“AFSCME”), including the First Amendment and the Second Amendment, expired at midnight
on June 30, 2025 (“AFSCME MOU 2022-2025”). In May 2025, the City’s labor representatives
and the AFSCME representatives commenced labor negotiations, including exchange of
information, exchanges of proposals, meet and confer sessions, towards reaching agreement
on a successor memorandum of understanding. On February 6, 2026, the parties reached a
complete tentative agreement on a successor MOU, the deal points of which are set forth below
and affirmed by execution of this Tentative Agreement by the parties’ labor representatives
subject to AFSCME member ratification and then City Council approval and adoption.
1. Successor MOU: All terms and conditions of the prior AFSCME MOU 2022-2025 shall
be maintained for the duration of the successor AFSCME MOU 2025-2028 unless
expressly modified or changed herein.
2. Term/Duration: Update Article I to reflect a three (3) year term from July 1, 2025 to June
30, 2028.
3. Hourly Wage Range COLA: Update Article V, Section D, to provide a Cost of Living
Adjustment (COLA) of between 0% to 3%, as measured by the Consumer Price Index for
All Urban Consumers (CPI-U) reported by the U.S. Bureau of Labor Statistics for the Los
Angeles-Long Beach-Anaheim metropolitan area covering the prior twelve month period
March to March for Year 1, which will be effective on City Council approval of the MOU,
and for Year 3, which begins on July 1, 2027. For Year 2, in lieu of a COLA, the City shall
provide a one-hundred dollar ($100) bonus to all employees employed as of July 1, 2026.
4. Performance Evaluations: Update Article V, Section G, to provide that an employee
shall receive an annual performance evaluation once the employee has completed 750
work hours (starting on the employee’s anniversary date) or one year of employment,
whichever occurs later.
5. Tuition Reimbursement: Update Article VI, Section G, to increase tuition reimbursement
to up to one-thousand dollars ($1,000) per employee per academic year, subject to
requiring coursework to be related to the employee’s job and to be pre-approved prior to
class enrollment to ensure it is reimbursable. This reimbursement will also require a 1-
year clawback provision that will be reduced on a pro-rata basis over the 1-year period, in
the event the employee leaves City employment within that 1-year period. Effective July
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1, 2025, employees must work a minimum of 500 hours in a fiscal year to be eligible for
the program and maintain those hours per fiscal year during the 1-year period following
the reimbursement.
6. Uniforms: Update Article VI, Section I, to provide that use/wearing of personal outerwear
may be permitted over uniforms, but only during wet weather conditions.
7. Holiday Overtime: Update Article X, Section G, to provide that employees shall receive
holiday overtime pay for working any hours the following three federal holidays: Martin
Luther King, Jr. Day, Presidents Day, and Veterans Day.
8. Meal Periods: Update Article XII, Section B.1, to clarify the language to be, in its entirety,
as follows:
Meal periods for part-time employees are dependent upon the particular shift,
work location, and whether the employee has meal period coverage.
Generally, an uninterrupted, uncompensated meal period of thirty (30) minutes
will be provided for every shift of six (6) or more hours. The meal period may
not be combined with a rest period or used to compensate for a late arrival or
early departure from work. Any waiver of the meal period must be confirmed
by the employee in writing, except when there is a lack of coverage for a shift,
as determined by the Department Head. In the event that an employee is
required to work during a meal period, such time worked shall be compensated
at the employee’s hourly rate and the employee may be permitted to eat meal
during the working meal period.
9. Rest Periods: Update Article XII, Section B.2, to clarify the language to be, in its entirety,
as follows:
Rest Period. Rest periods for part-time employees are dependent upon the
particular shift, work location, and whether the employee has rest period
coverage. Scheduling of breaks will be at the discretion of the Department
Head or direct supervisor. Generally, an uninterrupted, compensated rest
period of fifteen (15) minutes will be provided for every shift of four (4) or more
hours. The rest period may not be combined with a meal period or used to
compensate for a late arrival or early departure from work. Rest periods shall
have no monetary value and shall be forfeited if not used during the work
period.
10. Sick Leave Accrual Cap and Annual Usage: Amend Article X, Section B(2)(3) to meet
the requirements of State law, as follows:
2. In accordance with applicable state law, an eligible employee shall accrue
paid sick days at the rate of one (1) hour per every thirty (30) hours worked,
beginning at the commencement of employment and will accrue such paid sick
leave for use beginning on the ninetieth (90th) day of employment or as
permitted by law.
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3. In accordance with applicable state law, all paid sick leave is capped at
eighty (80) hours per calendar year, including if rolled over from the prior year,
and has no vested interest or cash value or as permitted by law.
Update Article X, Section B to add a provision that memorializes current practice that caps
the annual usage of paid sick leave, in accordance with State law:
10. In accordance with applicable state law, employees are limited to use forty
(40) hours of sick leave in each year of employment.
11. Carryover Sick Leave - Update Article X, Section B to add a provision that memorializes
current practice of carrying over accrued part-time sick leave hours when transitioning to
a full-time position with the City:
11. If an eligible part-time employee is hired to a full-time position with the City,
any remaining accrued part-time sick leave hours will be transferred to the
employee’s full-time sick leave bank.
City of Rancho Palos Verdes AFSCME District Council 36
Cory Cordova – AFSCME DC 36
Business Representative
Pam K. Lee – Chief Negotiator
Vanessa Godinez – Human Resources &
Risk Manager
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